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The Heart of Business Strategy: 48 Things That Matter
We usually think of business strategy as some sort of aspirational market positioning statement. Doubtless that's part of it. But I believe that the number one "strategic strength" is excellence in execution and systemic relationships (i.e., with everyone we come in contact with). Hence I offer the following 48 pieces of advice for creating a winning strategy that is inherently sustainable:
Engaged Workers Impact Your Bottom-Line
The evidence is clear. Those employers who focus on optimizing their employee's contributions reap tremendous bottom-line benefits. Remember, unhappy employees make customers unhappy. The good news is that creating and maintaining high employee engagement is all within an organization's control. Employees will respond to management that takes care of them. Engaged workers are focused, hard working, and productive-and customers positively respond to them. There is tremendous financial impact, so managers cannot afford to ignore their employees.

The Three Rules for Hiring A Players
It is very hard for people to admit that they are not good judges of character. In fact, just about everyone I know thinks he or she is a superb judges of people. But is this true? Are people generally good at assessing the qualities and evaluating the talents of others? The good news is that the research on this question consistently points to the same answer. The bad news is the answer is a resounding no — people are not particularly good judges of character.

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Business Coaching Tips For Effective Supervision From Your Strategic Thinking Business Coach
In today’s workplace there are daily examples of dysfunctional and ineffective supervision. Many people in supervisory roles have not been given the necessary training to be effective supervisors. Here are ten (10) tips from your strategic thinking coach to share with the supervisors in your businesses and organizations.

On-line Reputation Management For Your Small Business
Harmful anonymous on-line comments can influence customers to stay away from your small business based on nothing but hearsay. Once the damage is done, it is extremely hard to reverse. On-line reputation management has become the most important aspect of on-line marketing.
Can't We All Just Get Along?
Do you ever find yourself saying these words above? If you’re frustrated by foremen, supervisors or crew members who just can’t get along then it’s time to resolve these workplace conflicts now! After all, have you ever stopped to consider what it’s costing you to let these problems linger? Consider this fact. A survey of 150 senior managers at America’s largest 1,000 companies found that today’s managers spend almost one full day each week resolving staff personality conflicts! How much does that cost your bottom-line? Plenty! Read on for our 7 steps to improving staff personality conflicts.

Supervisory Skills
Supervisors are responsible for not only meeting corporate goals, they are also responsible for bridging the gap between upper management and front-line employees. Those supervisors that take this task seriously and utilize their supervisory skills are the ones that have a dramatic and positive effect on the overall business as well as their staff’s performance and behavior. Are your supervisor ready for the challenges ahead? Do they need training?
Refining Employee Relationships - Getting To The Bottom Line
When we are managers, supervisors and leaders, we build workplace relationships - and we do it for a reason. We want to achieve successes and we need to do this through our people. This is the bottom line for the interactions we take our part in...
Want to Change Employee Behavior? Change Yourself First
The greatest epiphany we see in the managers, supervisors and team leaders we train and coach is that the behaviors (good and bad) of the workgroup often reflect the approach taken by the leader. After learning how to be more constructive, supervisors will say that employees are being more positive, helpful and accountable. The leader changed first - then the employees changed!
Pursuing your own Goals
Recently, I made one of my rare and infrequent trips to a retail store. It's not that I don't like to buy things. I simply do not enjoy the process of shopping, so I leave it to others. While at the store, I took the opportunity to observe people who had selected the items they wished to purchase and were waiting to pay for their items in the checkout line. Some people simply picked the nearest line, stood in the back, and waited. Others roamed back and forth looking for the shortest line and waited there. Then there was the third group of shoppers who constantly got out of one line and got into another, thinking they would save time by getting in the faster-moving line.

Basic Feedback Should Be BASIC
One of the key skills of supervisors is giving feedback to employees about their performance. Feedback, of course, includes praise for a job well done as well as constructive observations about how things could be done better. Apprehension about providing feedback to employees is particularly acute among newly promoted supervisors. This is often the result of a lack of the supervisory training.
Stop Enabling Problem Employees
Supervisors often lose control of the situation by trying to be understanding and kind about following the rules. They make small exceptions that end up becoming habits, and soon the rules are not enforced at all. It is important to be sensitive to emergency or exception situations, but it is equally important to enforce the rules with an even hand. It is an area where many supervisors struggle. This article suggests an antidote.

Do You Make These Mistakes When Trying To Improve Performance at Work
When it comes to managers and supervisors trying to improve performance at work, most of them either struggle or fail because they don't practice several key skills that will make a huge difference. I know because I started out making the same mistakes until I finally figured it out. The reason why most managers and supervisors don't succeed as easily as they can in their position is because they don't address issues in a timely manner or at all, they don't do everything in their power to keep the environment positive, they don't know how to connect with their people, and they don't challenge their people to grow on a daily basis. There are many others but in my opinion these are the four most common mistakes I have seen in my experiences. It can be very easy to improve performance at work if they can master solving these four problems.

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